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It might be time for a shift. A move made a century ago, quickly crisscrossing the earth, might have reached its end, and we might be ready to stand on those shoulders of excellence and see quite a bit further.

Undeniably this efficiency philosophy led to dramatic increases in the productivity of organizations. And it seems to have led to very high levels of disengaged employees. And it seems that in the age of the information economy, it matters whether people are engaged or not. In ecosynomic terms, Taylor describes the experience of the inner circle of vibrancy, where each individual person is a replaceable part of a bigger machine that brings specific capacities to a very specific task, in a very specific way. We now know that, in this age, that philosophy leads to deeply disengaged people, and that it matters whether people are engaged or not. While much of work is described today using the same terms Taylor does above, it might be time to build on what we have learned.

In the past seven years, my colleagues and I across the globe have made quite a bit of progress on these questions, as I have documented in this blog over the years. We are now setting out to map the social topography of human agreements across the globe through the Global Initiative to Map Ecosynomic Deviance and Impact Resilience.

From your own observations and from what you see through the perspective of ecosynomics, what questions guide your exploration? What questions do you want to contribute to this work?